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The University of Strathclyde applies equality monitoring to help assess the impact of policy and practice and to ensure implementation of good practices.

Please read the University student and staff monitoring reports.

Equality monitoring process assists in highlighting trends for :


  • admissions
  • attainment
  • retention
  • participation on student exchange programmes
  • complaints
  • take up of services by diverse groups


  • recruitment and selection
  • Staff grade and job family
  • promotion
  • grievances 

What are the benefits of monitoring?

Besides the above trends, other benefits of monitoring include :

  • identifying gaps or under-representation
  • improvement on policy and practice for staff and students
  • informing objective decision making and planning
  • measuring the quality of experience for diverse staff and students
  • supporting institutional strategies, such as internationalisation
  • considering the introduction of programmes of positive action

Is monitoring necessary?

Equality monitoring is voluntary and assists the University in providing a picture on the makeup of its community of staff and students.

Monitoring enables us to identify areas where more work is required to ensure our University student and staff composition reflects the local and national communities.

It also assists with conducting Equality Impact Assessments and helps with dispelling any myths about favouring minority group.

Monitoring helps to meet requirement of external agencies such the Higher Education Statistical Agency (HESA), which requires annual information on staff and students. The information is publicly available.

Is the University intentionally dividing people on campus by categorising and labelling?

The Equality Act 2010 (Equality Act 2010 Summary) recognises the association of people and groups as belonging to diverse protected characteristics including age, disability, gender reassignment, sex, race, religion or belief, sexual orientation, marriage and civil partnership and pregnancy and maternity.

The protected characteristics are matters of fact; therefore, it is not unlawful to label people. However, it is against the law to treat people unfairly because of one's protected characteristic background.

Stonewall guide for people concerned about completing equality monitoring information: What's It Got To Do With You?


University of Strathclyde

Equality & Diversity Office
Graham Hills building 

Room 208b
50 George Street
G1 1QE   

+44 (0)141 548 2811


Tweets by @StrathEquality



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